In the future, I expect corporate learning will be more informal, social, and peer-to-peer. Employees will control much of their learning, which will be short bite-sized learning embedded into the workflow, so that learning and work are tightly intertwined. Mobile devices and tablets will be the preferred mode for much corporate learning.[i] By 2022 we expect to see:
More personalization as machine learning matures. Leading organizations will provide learning experiences in the context of employee work. The learning systems will understand the employee’s role, existing learning gaps, and the employee’s background and history with learning programs. It will connect the employee to peers who have completed similar work, and understand personal preferences. Predictive analytics will pay a part too. If, for example, an employee in sales is behind peers in winning customers or, in customer service, the employee is taking longer than average to handle calls, the system will automatically send that employee links to help.
Learning will be the right kind for employee needs. Learning and Development (L&D) will provide a rich variety of learning for different employees based on their responsibilities. Here are some examples. A truck driver will access, via mobile, a six-minute, single concept microlearning segment, part of a compliance requirement while at a truck stop. An infographic or an employee-generated best practice video will provide quick information to employees trying to brush up on details before a client meeting. Marketing employees will go to a learning community for coaching and interaction with marketing peers. The learning system will suggest a webinar or local conference for IT professionals who need exposure to design thinking.
Learning will be tightly integrated with business goals. To maintain a competitive company, learning leaders supported by executives, will create a culture of continual learning that aligns tightly with employees’ performance and business goals. Starting with data that shows value of corporate learning and ROI, leaders will tie learning to measurable business outcomes.[ii] Learning will be in a company’s value statement as well as one of its corporate goals. In developing content, the business will work cooperatively with L&D to create learning content the business will support. In addition, L&D will curate existing learning content from inside and outside the organization.
[i] Markets and Markets research says growth in mlearning will go up to $37.6 Billion in 2020 http://www.marketsandmarkets.com/PressReleases/mobile-learning.asp
[ii] The ROI of Corporate Learning – White Paper https://help.ebsco.com/interfaces/EBSCO_Guides/General_Product_FAQs/ROI_of_Corporate_Learning